Date 02.04.2025
Proper holiday planning is essential for employers in Norway, especially as summer approaches. While the warmer months may still seem far away, now is the time to start organizing employee vacations to ensure compliance with the Holiday Act and to avoid potential disruptions to your business operations. Failure to plan effectively can lead to significant costs for employers if employees do not take their statutory holiday.
Under Norway’s Holiday Act, employers hold the primary responsibility for managing employee holidays. Section 6, no. 1 (1) of the Act grants employers the authority to determine when holidays are taken, but it also places an obligation on employers to ensure that employees take their statutory holiday entitlement.
Holiday planning must involve a dialogue between employers and employees. According to section 6, no. 1 (1) of the Holiday Act, employers are required to discuss holiday arrangements with employees “in good time.” Additionally, section 6, no. 2 (1) mandates that employees must be informed of their holiday dates as early as possible, and no later than two months before the holiday begins.
For example, if an employee plans to take their holiday in July 2025, they must be notified of the approved dates by May 2025 at the latest. This timeline underscores the importance of initiating holiday planning well in advance.
Section 7, no. 1 (1) of the Holiday Act allows employees to request three consecutive weeks of holiday between June 1 and September 30. This is particularly relevant as most employees prefer to take their vacations during the summer months. Employers must balance these requests with the company’s operational needs, making early planning crucial to avoid staffing shortages.
To streamline the process, many employers set internal deadlines for employees to submit holiday requests. This allows sufficient time for approval and ensures compliance with the two-month notification requirement. Depending on the nature of the business, holiday scheduling can be handled in various ways, such as:
While the two-month notification rule is a general requirement, there are exceptions. Section 6, no. 2 (1) of the Holiday Act allows for delays in notification if “special reasons prevent this,” such as unforeseen operational challenges.
If a holiday has already been agreed upon, changes can only be made under strict conditions. Section 6, no. 3 (1) states that holidays may be rescheduled only in cases of unforeseen events that would cause significant operational problems and where no substitute can be found. In such situations, the employer must reimburse the employee for any additional expenses incurred due to the change, as outlined in section 6, no. 3 (3).
Effective holiday planning benefits both employers and employees. For employers, it ensures compliance with legal obligations, minimizes the risk of operational disruptions, and helps maintain a positive work environment. For employees, it provides clarity and allows them to plan their time off with confidence.
At Advokatfirmaet Hjort, we have extensive experience advising businesses on employment law matters, including holiday entitlements and planning strategies. Whether you need assistance in navigating the legal requirements or developing tailored routines for holiday management, our team is here to help.
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